Managing Employees at Tesco Using Organizational Behavior

This assignment analyzes how Tesco leverages different types of power, organizational culture, and political factors to effectively manage its workforce. It delves into various content and process theories to enhance employee efficiency and discusses cooperation theories for improved communication. Furthermore, the assignment explores different organizational behavior philosophies aimed at boosting performance and productivity within Tesco.

Organisational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.Analysis of Organisation's culture, politics and power in TESCO........................................1
M1. Culture, politics and power of an organisation ...................................................................3
TASK 2............................................................................................................................................4
P2. Content and process theories of motivation .........................................................................4
M2. Influence the behaviour of others .......................................................................................5
TASK 3............................................................................................................................................5
P3. Explain what makes an effective team as opposed to an ineffective team...........................5
M3 Analyse relevant team and group development ...................................................................7
TASK 4............................................................................................................................................7
P4 Apply concepts and philosophies of organisational behaviour within an organisational
context and a given business situation........................................................................................7
M4. OB inform and influence behaviour in both a positive and negative way..........................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Organisational behaviour is the study of individuals and groups performance and
activities which are held or perform within an organisation. It is a study of human behaviour in
organisational settings and making rules or policies for better performance and achievement. It is
human tool for human benefit. OB is the basis of human resource management and development.
It mainly focuses on individual behaviour and group behaviour. In this assignment discuss about
organisational behaviour of TESCO (Wood and et. al., 2012). It is British multinational general
merchandise and grocery retailer. It is establish through Jack Cohen in 1919. It has diversified
into areas for an instance clothing, retailing of books, electronics, furniture, petrol, toys,
software, financial services etc.
TASK 1
P1.Analysis of Organisation's culture, politics and power in TESCO
Organisational Culture
It refers to system of beliefs and shared values which governs how the employees and
employer behave within the organisation. In TESCO, it represent beliefs, principles and
collective values of organisational members and is product of factors for an instance
management styles, national culture and technology etc. market, technology, strategy,
management style and national culture. It defined the way of operating organisation which
affects the social and psychological environment of the business. The organisational culture can
be understand in a better way by the theories. There are different theories of organisational
culture (Robbins and et. al., 2013). By Handy's typology here explained the organisational
culture of TESCO.
Handy's Typology
This culture is described by Handy's Typology in four steps such as:
Power culture
In this culture the power remains in the hands of only few people and only they are
authorized to take decisions. In TESCO these people are most important in the organisation and
are the major decision makers. The employees do not have the right to express their views and
share ideas on openly. They follow only those work and things what their superior says. In
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TESCO the performance is judged on the basis of results. The managers of this organisation get
this culture right so that it results come right to satisfied the organisation.
Task culture
It is project or job oriented. In this culture the skills of an individual are highly valued. In
TESCO teams are formed to solve particular problem which are arise in the organisation related
to work or workplace. In the organisation, it uses small team approach, where people are highly
skilled and specialized in their own area of expert (Coccia, 2014). TESCO use this culture to
assign the task in teams to increase productivity and for good creating communication between
the team members.
Person culture
It is an usual culture in the organisation. It is not found in every organisation. In TESCO,
under this kind of culture, the main focus is on the people. The people normally behave as
superior to the organisation. People are concerned about own as comparison to company. They
are seldom loyal towards the organisation's management and never decide in favour of the
organisation.
Role culture
In this culture, each staff member is to be delegated towards their responsibilities and
roles according their specialization, educational qualification and interest to extract the best out
of him to the organisation.
TESCO offers, employees within security, opportunities and culture for acquire the any
person that is expert in their field and employer will be rewarded the effective pay scale along
with the promotion. TESCO use this culture to assign task particularly helps in achieving the
organisational goals.
Influence of power
Power is the ability to influence others for getting results. In TESCO it use by employer
for employees so that they perform better and the organisation can achieve its goals (Thomson
and Van Niekerk, 2012). There are different powers in the organisation such as:
Legitimate power
It is also knows as positional power. This power can be use in TESCO to help in making
quick decision. This power comes from position a person in holding the organisation. The person
who has position in the hierarchy, doesn't look on the rights of employees.
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Expert power
This power is refer in the person that he having good knowledge of something which
shows that he is the expert of performing a particular task. In TESCO if the individual who holds
expert power can be promoted to senior management.
Referent power
It refers the interpersonal relationships that a employee cultivates with other employees
within the organisation. It help in the collaboration with other employees and influence them.
This power help TESCO in increasing good communication between employees to enhance the
productivity and good environment (Hyde and et. al., 2013).
Coercive power
This power is derived from ability of person in order to influence the other through
punishments and threats. TESCO helpful in control the behaviour of staff members through
using this power to ensure that they adhere to the organisation's norms and policies.
Reward power
This power helps an employee and organization in achieving their target. TESCO use
this power source because it enhances the working ability of the employees. If this power well in
the organisation, it greatly motivates employees.
Influence of politics on the behaviour of employees
The politics effects the employees behaviour in various ways, positive and negative
aspects. Positive aspect help the employees to find out solution and control or manage situation
by which problems are created. It effect TESCO' s employees positively. Negative aspects
impact on the employees in doing dishonesty and unethical tasks (Mester and et. al., 2018). By
this in TESCO having lack of command and good policies which will lead to employees
spending so much in finding the solutions and decrease the productivity It affected the
employees behaviour and organisational performance if they work in positive way its impact is
positive in form of growth and in negative way it reduce the productivity of the organisation..
M1. Culture, politics and power of an organisation
In TESCO the organisational culture affected the employees performance if the culture is
good they perform better. If the organisation's policies are good the employees are more
concentrate on their goal, they achieve their and organisational goals easily and perform better in
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future. . The employees have power to take quick decision then they can improve productivity of
the organisation.
TASK 2
P2. Content and process motivational theories
Content Theories
These theories mainly focus on the internal factors the energize and direct human
behaviour. There are various theories in content theory but here discussed about Maslow's
hierarchy of needs for the growth of TESCO (LA, 2013).
Maslow's Hierarchy of needs
This theory is based on assumptions that fulfil the human's need. These needs are divided
in to five category by Maslow.
Physiological needs
Under this, basic needs are shelter, water, air, food and clothes. TESCO can fulfil its
employees basic needs by provide them enough money in the form of salary so that they can
fulfil their basic needs. When this need will be fulfil they will fulfil their basic needs and feel
motivated.
Safety needs
This kin d of needs include physical, environmental and emotional safety and protection.
TESCO can fulfil these needs of its employees by provide them job security, financial security
and health security. If the employees get a safety and healthy workplace they will continue work
in that organisation.
Social needs
These are the need of love, affection, belongingness, care and friendship. By providing
friendly atmosphere in the organisation and by creating a friendly environment TESCO fulfil its
employees this kind of needs. If employees get a environment like family in which love and
affection are included they will not feel lake of belongingness. They will feel motivated (Gabriel
and et. al., 2015).
Esteem needs
These are two types of needs: Internal and external esteem. Internal needs include
confidence, competence, achievement, self respect and freedom. TESCO rewarded it employee
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for there good performance to increase their confidence. External esteem needs are recognition,
power, status, attention and admiration. To fulfil this need TESCO provide any power and status
to its employees according their performance. If the employees get reward for their good work
they will motivate by this extra benefit.
Self actualization needs
these needs realizing personal potential, self fulfilment, seeking growth and peak
experiences. To fulfil this need of self actualization the manger of TESCO can give the
employees challenging jobs in which the employees skills and competence are fully utilized. By
enhancing their knowledge the organisation provide training programs this will motivate the
employees.
Process theories
These theories are used by an organisation to motivate person to act in particular way.
There are different theories of motivation, but here define equity theory of motivation (Walsham,
2012).
Equity Theory
This theory is given by John Stacey Adams, to explain why people are so strongly
affected by the situation. In this theory employee constantly assesses their level ODF effort
against fellow worker or employees and then reward they receive for their effort. By using this
theory TESCO built the belief in those employees who are demotivated both on relation to their
job and their employer.
Input- It include effort, loyalty, handwork, commitment, skill, ability,adaptability,
enthusiasm, flexibility and support of colleagues. By putting these elements TESCO motivates
its employees for achieving their goals. These inputs include rich an diverse elements that
employees believe they bring or contribute to the job by their education and experience.
Outcomes- These are the rewards which are provide to perceive they get from their jobs
and employers outcomes include, direct pay bonus, job security, social rewards and
psychological. TSECO provide financial rewards such as salary benefit,perks for motivate
employees and employers.
M2. Influence the behaviour of others
For influence behaviour of others here followed Maslow Hierarchy of needs and Equity
Theory. When TESCO provide motivation sessions and fulfil their employees basic needs related
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to money, job security, belongingness and motivational needs this influence others and they
attract towards the organisation and they perform better in their work and attain organisational
growth (Coccia and Cadario, 2014).
TASK 3
P3. Explain what makes an effective team as opposed to an ineffective team
Effective Team
In the organisation when people are doing work in a group are called team. In TESCO,
there are many people work in a group that reporting to superior about the work as well as
activities. They work in coordination with the high level of interdependence in order to perform
the task for attain the goals of company (Suma and Lesha, 2013).
Ineffective team
Those team which are not working properly and not achieve their goals successfully on
time. Ineffective teams establish agreed viewpoint quickly and defend it against any new or
original idea.
Effective Ineffective
The task of objective of the group is well
understood and accepted by the members.
There is a lot of discussion in which everyone
participate virtually.
The members listen to each other either it is
any idea or view.
When action is take, clear agreements are
made and accepted.
Conflicts are solve and reduce by the group
discussion.
The things which are said, it difficult to
understand about the group task and
objectives.
A few people tend to dominate the discussion
employees do not listen each other. Ideas are
ignored and over ridden.
In it actions and decisions both are uncleared.
No one really knows who is going to do what.
No on e help inn solving and reducing
conflicts.
Tuckman's team development Theory for TESCO
Tuckman's theory focus on way under which team perform a task from initial
development of team through by finishing project. This theory define in five stages.
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Forming
In this team meets and learns about the opportunities and challenges to achieve goals and
begins tasks. In TESCO, in this stage the members tend to behave quit independently. They are
busty finding their place in the team, sizing each other up and trying to know about their work.
Storming
In this stage people people begins to see themselves as part of a team (Gold and et. al.,
2013). Various ideas may compete for ascendancy and if badly managed this phase can be very
destructive for the team.
It is essential that a team has strong facilitative in this phase.
Norming
In this phase, team members start to come together, developing processes and making
rules for doing work in a group or team. This phase is growing sense of togetherness.
Performing
This is the stage where increased focus on task and relationship both. The team is able to
work towards achieving goal. In TWESCO, the team requires delegated tasks and projects from
the leader. In this stage the team members perform good by their team work (Wood and et. al.,
2012).
Adjourning
In this stage the work comes to an end and group members may feel a sense of loss and
motivation. It is important to achieve closure for the group on a positive note. The teams goals
have been accomplished and team can go to forming or storming stage.
M3 Analyse relevant team and group development
In TESCO for team development, Tuckman's team development theory is used. This
theory support in team development from starting stage to last stage. In forming when the teams
create for performing a task this theory help to making group, generating ideas, help in
developing processes for task, help in performing task in a better way and to take the task on the
end stage.
TASK 4
P4 Concepts and philosophies of organisational behaviour
Organisational behaviour
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It is the study of human behaviour in organisational setting. It is helpful in determine the
behaviour of stage members at workplace and also identify affect on their performance level,
leadership, motivation and communication (Robbins and et. al., 2013). There are different
theories of organisational behaviour. TESCO follows Path goal theory of leadership.
Path goal Theory
This theory was developed to describe the way that leaders encourage and support the
employees in achieving goals. There are four style of leadership:
Supportive leadership
In this stage leaders help their subordinates in achieving goals. It is including
requirements of employees and also showing the concern for their welfare by developing the
positive or friendly working environment.
Directive leadership
This behaviour is characterized as leaders who define expected level of performance and
rules, regulations, policies and procedures are follow in attaining goals.
Participative leadership
in this stage the leader believes in group discussion and shares information with their
subordinates (Coccia and Cadario, 2014). He consults his subordinate on important topics which
are help in growth of the organisation.
Achievement oriented
In this leader sets goals and encourage employees to achieve them by their good
performance. The leader shows faith in the capabilities of the follower to succeed .
M4. OB inform and influence behaviour in both a positive and negative way
Organisational behaviour influence people in positively by motivating them by helping
them in their task performing stage and it influence mangers to applying appropriate
motivational tools and techniques in accordance with the nature of individuals employees. It
Influence TESCO 's employees positively by improving their industrial and labour relation. It
influence to predicating and controlling human behaviour and help in effective utilization of
resources.
Negative behaviour is defined as if any action performed by the employees which is not
in according to the norms and expectations of the organisation or the society. The negative
behaviour create impact on the employees if they demotivate and not improve their performance
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it reduce the productivity of the organisation. If the environment and the behaviour of the
employees and employer are not good, the organisation can not be perform good. Here through
path goal theory which used for TESCO if the leader of the organization are not support of their
subordinate they can not be perform good and the company also can not achieve its success
(Thomson and Van Niekerk, 2012). If they help their employees and support them on every stage
they and the organisation will also grow.
CONCLUSION
In this assignment it is concluded that by using different types of power, culture and
political aspects TESCO can effectively manage it's organization's employee. In different content
and process theories are also explained to make the employee more efficient to the organization.
Different co-operation theories are also discussed to increase the effectiveness and good
communication channel among the employees. Different philosophies of Organizational
behaviour are also discussed to enhance performance and productivity of TESCO.
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REFERENCES
Books and Journals
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unstable growth of human resources. International Journal of Services Technology and
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Gabriel and et. al., 2015. Emotional labor actors: A latent profile analysis of emotional labor
strategies. Journal of Applied Psychology. 100(3). p.863.
Gold and et. al., 2013. Human resource development: Theory and practice. Macmillan
International Higher Education.
Hyde. S. and et. at., 2013. Pro-social organisational behaviour of health care workers. The
International Journal of Human Resource Management. 24(16). pp.3115-3130.
LA, B., 2013. Will prescriptions for cultural change improve the NHS? Bmj. 346. p.19.
Mester and et. al., 2018. Performance management.
Robbins , K. and et. al., 2013. Organisational behaviour. Pearson Higher Education AU.
Suma, S. and Lesha, J., 2013. Job satisfaction and organizational commitment: The case of
Shkodra municipality. European Scientific Journal. ESJ. 9(17).
Thomson, K. and Van Niekerk, J., 2012. Combating information security apathy by encouraging
prosocial organisational behaviour. Information Management & Computer Security.
20(1). pp.39-46.
Walsham, G., 2012. Are we making a better world with ICTs? Reflections on a future agenda for
the IS field. Journal of Information Technology. 27(2). pp.87-93.
Wood M. and et. al., 2012. Organisational behaviour: Core concepts and applications. John
Wiley & Sons Australia, Ltd..
Online
Organizational Behavior. 2018. [Online]. Available Through :
<https://www.investopedia.com/terms/o/organizational-behavior.asp>.
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